Definition: Primacy Effect (initial impression error)
The Primacy Effect — also known as First impression error — describes the tendency to give particular weight to initial information about a person. These initial impressions often have a lasting impact on our overall assessment, meaning that subsequent, contradictory information is difficult to trigger a reassessment.
Examples of the Primacy Effect
Do you know that?
The first few seconds of the video call are running and you immediately have the feeling that the chemistry isn't right. The applicant speaks somewhat faltering and avoids eye contact — you subconsciously think he is uncertain or unprepared. Even if he gives competent answers as you go along, your first impression remains.
What is the reason for that?
That is due to First impression error
It is not for nothing that it is said It's the first impression that counts. This can be positive or negative. Once your opinion is formed, it is very difficult for you to change it (Brüggen et al., 2016).
In a study, it was found that Even contradictory information often fails to put the person back in the right light (Voss, 2014). The “Primacy Effect” therefore means that the first information is more important to your brain than all the impressions that follow.
Does a talent with a shaky voice avoid eye contact during an interview? Shy! ... Or just the primacy effect!
What else is a bias? We explain:
A bias generally describes a systematic distortion in human perception, thinking, or behavior. It is a type of “mental abbreviation” or Bias that subconsciously influences our judgment and decision making.
These distortions can result from personal experiences, cultural influences, emotional states or evolutionary thought patterns. While they often help us make quick decisions, they can also lead to miscalculations and irrational decisions.
Other examples of biases in the HR process include:
- Confirmation Bias: The Confirmation Bias
We prefer information that supports our existing point of view and ignore conflicting information. - Halo & Horns Effect: Distortion due to individual features
A single positive (halo) or negative (horn) aspect outshines a person's entire perception. - Affinity Bias (Mini-Me Effect): The Similarity Flaw
People who are similar to us are automatically rated more positively. - Status quo bias: favoring the existing
Existing conditions are preferred over changes, even if they would be beneficial. - Stereotypes/Gender/Racial Bias
Unconscious prejudices against marginalized groups influence decisions. - Conformity Bias: The Adjustment Mistake
Adapting one's own decisions to group opinions due to fear of negative evaluation. - Illusory Correlation: The Perception of False Connections
False assumption of relationships between independent properties. - Contrast Bias: The Contrast Effect
Evaluation of a person in direct comparison with previous or successor rather than according to objective criteria. - Overconfidence Bias: The Trap of Overconfidence
Overestimation of one's own judgment and excessive reliance on “gut feeling.”
Identifying our own biases is the first step towards becoming more aware and more objective decisions within personnel selection to be able to meet.
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